California Prevailing Wage - Fringe Benefit Program 

Prevailing Wage Hour Bank Program is a Program combined with Administrative and Compliance Support specifically designed to assist non-union, Prevailing Wage “contractors” and “service companies” in navigating through the maze of Federal, State and City wage regulations. All the while maximizing profits and Converting Taxable Payroll Dollars into Valuable Tax-Free Employee Benefits. (Cut Taxes – Build More Profits)  Improve your H.R. resources, improve labor compliance, and save TAX dollars, become more competitive, more profitable at the same time.

News: Enforcement Actions by DIR 

1. Takes the worry out of Compliance issues!
2. Offering top-notch benefit choices in one smart, tax-savings package.
3. Increases your ability to be more competitive during bidding!
4. Assist with DOL, GSA and/or Contracting Officer compliance issues.
5. Insure Compliance with Free   COBRA and HIPPA   Administration.
6. Expert administration by the nation's leading platform for Exchange models and Defined Contribution/Employee Choice programs since 1989.

This is only a small sample of benefits within this program.

• Prevailing Wage Questions? Take the Prevailing Wage Survey
• Contractors and Service Companies that bid   Government Jobs, Prevailing Wage Hour Bank Program.
• To Calculate your possible Savings go here.

Who Qualifies?

• Contractors that are open shop or double breasted companies (with both union & non-union employees).
• Contractors that are Federally assisted with more than $2,000 in contracts.
• Contractors that maintain Service Act Contracts of more than $2,500. Includes maintenance or security for any government facility that is out to bid to private contractors, including landscaping, aircraft maintenance, airport maintenance and military housing maintenance.
• Contractors subject to living wage ordinances.
• If you are interested to work on Federal, State or Local Public Works Contracts go here to complete your company survey and learn how to Cut-Taxes, Build More Profits and become More Competitive!
  Contact me for   questions regarding your Prevailing Wage Project..

If you are interested to work on Federal, State or Local Public Works Contracts go here to complete your company survey and learn how to Cut-Taxes, Build More Profits and become More Competitive!
Contact me for   questions regarding your Prevailing Wage Project.

WAGE DETERMINATIONS ISSUED UNDER THE DAVIS-BACON ACTS (reference) The Davis-Bacon Act as amended, requires that each contract over $2,000 to which the United States or the District of Columbia is a party for the construction, alteration, or repair of public buildings or public works shall contain a clause setting forth the minimum wages to be paid to various classes of laborers and mechanics employed under the contract. Under the provisions of the Act, contractors or their subcontractors are to pay workers employed directly upon the site of the work no less than the locally prevailing wages and fringe benefits paid on projects of a similar character. The Davis-Bacon Act directs the Secretary of Labor to determine such local prevailing wage rates.  read more

PREVAILING WAGES in SERVICE CONTRACTS The McNamara-O'Hara Service Contract Act (SCA) covers contracts entered into by federal and District of Columbia agencies where the principal purpose of the contract is to furnish services in the U.S. through the use of "service employees." The definition of "service employee" includes any employee engaged in performing services on a covered contract other than a bona fide executive, administrative, or professional employee who meets the exemption criteria set forth in 29 CFR Part 541. read more

The Walsh-Healey Public Contracts Act (PCA) requires contractors engaged in the manufacturing or furnishing of materials, supplies, articles, or equipment to the U.S. government or the District of Columbia to pay employees who produce, assemble, handle, or ship goods under contracts exceeding $10,000, the federal minimum wage for all hours worked and time and one half their regular rate of pay for all hours worked over 40 in a workweek. The PCA is enforced by the Employment Standards Administration's Wage and Hour Division (WHD) within the U.S. Department of Labor (DOL). read more 

The Contract Work Hours and Safety Standards Act (CWHSSA) applies to federal service contracts and federal and federally assisted construction contracts over $100,000. It requires contractors and subcontractors on covered contracts to pay laborers and mechanics employed in the performance of the contracts one and one-half times their basic rate of pay for all hours worked over 40 in a workweek. This Act also prohibits unsanitary, hazardous, or dangerous working conditions on federal and federally financed and assisted contruction projects. read more

The federal minimum wage for covered nonexempt employees is $7.25 per hour effective July 24, 2009. The federal minimum wage provisions are contained in the Fair Labor Standards Act (FLSA). Many states also have minimum wage laws. In cases where an employee is subject to both the state and federal minimum wage laws, the employee is entitled to the higher of the two minimum wages. read more

The Department of Labor’s Wage and Hour Division administers and enforces the federal minimum wage law.